On May 15, 2002, President Bush signed into law the Notification and Federal Employee Anti-Discrimination and Retaliation Act of 2002, Pub. L. No. 107-174 (No FEAR Act). The No FEAR Act, which became effective October 1, 2003, requires that Federal agencies be more accountable for violations of anti-discrimination and whistleblower protection laws.

Notify employees and applicants for employment about their rights under the anti-discrimination and whistleblower protection laws.

Post quarterly statistical data relating to equal employment opportunity complaints filed with the agency on its public website.

Provide training to its employees, including managers, regarding the rights and remedies available under the anti-discrimination and whistleblower protection laws.

Conduct studies on the trends and causes of complaints of discrimination.

Implement new measures to improve the complaint process and the work environment.

Initiate timely and appropriate discipline against employees who engage in misconduct related to discrimination or reprisal.

Reimburse the Judgment Fund for any discrimination and whistleblower related settlements or judgments reached in Federal court.

Submit annual reports to Congress, the Attorney General, and the U.S. Equal Employment Opportunity Commission regarding the agency’s compliance with anti-discrimination and whistleblower protection laws and the status of complaints brought under these laws.